In depth analysis of motivational factors at work in the health industry

Bajwa, Sukhminder Jit Singh; Virdi, Sandeep Singh; Bajwa, Sukhwinder Kaur; Ghai, Gagandeep Kaur; Singh, Kamaljit; Rana, Chandeep Singh; Singh, Jaswant; Raj, Sahil; Puri, Ankita

doi:10.4103/0972-6748.77631

Cited by 12 publications

(9 citation statements)

References 11 publications

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“…When employees feel dissatisfied and not recognized, they leave the organization and this puts higher workloads and stress levels on those who remain and ultimately is further driving down satisfaction for both employees and patients [ 63 ]. Employees’ needs and motivators vary, so it is important to understand what motivates them to perform [ 64 , 65 ]. The conditions under which healthcare professionals work can have as much impact on their effectiveness, comfort and safety as the intrinsic details of the task itself.…”

Section: Discussionmentioning

confidence: 99%

A path analysis study of retention of healthcare professionals in urban India using health information technology

Bhattacharya

Ramachandran²

2015

Hum Resour Health

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BackgroundHealthcare information technology (HIT) applications are being ubiquitously adopted globally and have been indicated to have effects on certain dimensions of recruitment and retention of healthcare professionals. Retention of healthcare professionals is affected by their job satisfaction (JS), commitment to the organization and intention to stay (ITS) that are interlinked with each other and influenced by many factors related to job, personal, organization, etc. The objectives of the current study were to determine if HIT was one among the factors and, if so, propose a probable retention model that incorporates implementation and use of HIT as a strategy.MethodsThis was a cross-sectional survey study covering 20 hospitals from urban areas of India. The sample (n = 586) consisted of doctors, nurses, paramedics and hospital administrators. Data was collected through a structured questionnaire. Factors affecting job satisfaction were determined. Technology acceptance by the healthcare professionals was also determined. Interactions between the factors were predicted using a path analysis model.ResultsThe overall satisfaction rate of the respondents was 51 %. Based on factor analysis method, 10 factors were identified for JS and 9 factors for ITS. Availability and use of information technology was one factor that affected JS. The need for implementing technology influenced ITS through work environment and career growth. Also, the study indicated that nearly 70 % of the respondents had awareness of HIT, but only 40 % used them. The importance of providing training for HIT applications was stressed by many respondents.ConclusionThe results are in agreement with literature studies exploring job satisfaction and retention among healthcare professionals. Our study documented a relatively medium level of job satisfaction among the healthcare professionals in the urban area. Information technology was found to be one among the factors that can plausibly influence their job satisfaction and intention to stay. Based on the results of the study, a retention strategy has been suggested that utilizes implementation of HIT and provision of training to influence the retention of healthcare workers.

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Section: Discussionmentioning

confidence: 99%

A path analysis study of retention of healthcare professionals in urban India using health information technology

Bhattacharya

Ramachandran²

2015

Hum Resour Health

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“…( 7 8 ) Having good working relationship with coworkers as most motivating factor was also observed by another researcher whose study area was a private hospital of India. ( 9 ) “Control” assumed the first rank amongst motivational components for nurses and support staff followed by “relationship” at the second rank. The instant recognition and appreciation of the jobs carried out by the nurses and support staff by the patients/relatives and superiors could be the plausible reason for control being the main component of motivation for these groups.…”

Section: Discussionmentioning

confidence: 99%

Level of motivation amongst health personnel working in a Tertiary care Government Hospital of New Delhi, India

Jaiswal¹,

Singhal²,

Gadpayle³

et al. 2014

Indian J Community Med

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Aims:To assess the level and factors of motivation amongst permanent government employees working in a tertiary health care institution.Material and Methods:A sample of 200 health personnel (50 in each category) i.e. doctors, nurses, technician, and support staff were contacted through face to face interview. Motivation was measured as the degree to which an individual possessed various identified motivation domains like Drive, Control, Challenge, Relationship and Rewards. Each domain was represented by 4 dimensions- accordingly a closed-ended statement represented each of these dimensions and responses were assessed on a Likert based scale. Data management was done using SPSS, ver. 19.Results:The average age for different health personnel were: Doctors 48.68 (±8.53), nurses 40.72 (±7.76), technician 38.4 (±10.65) and support staff 43.24 (±9.52) years. The average year of work experience was: Doctor 19.09 (±9.77), nurses 17.2 (±8.420), technician 14.84 (±10.45), support staff 18.24 (±10.28). A comparison of overall motivation index (mean score) revealed that nurse had highest level (3.47), followed by support staff (3.46), doctor (3.45) and technician (3.43). Based on their individual mean scores, the healthcare providers were categorised into three different levels of motivation and it was found that majority of the health personnel i.e.70% of support staff, 62% nurse, 56% doctor and technician, had high to very high level of motivation index. The mean scores for all the five factors as well as their respective ranks were also found out and it was deduced that “relationship” assumed first rank for doctors (mean score: 3.71) and technician (mean score: 3.75), whereas “control” assumed greatest significance for nurses (mean score, 3.62) and support staff (mean scores, 3.61). Based upon the mean scores, “reward” assumed third rank among all the four categories. Kruskal-Wallis test was applied to test if the different categories of health personnel varied with respect to five factors of motivation and it was found that their orientation towards the various motivational components differed significantly only with respect to Drive (P < 0.01).Conclusion:There is scope for enhancing staff motivation.

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“…Bajwa et al conducted a study among one hundred healthcare workers and found that skills, task identity, task significance, autonomy, feedback, environment, job security and compensation were important factors for the motivation of employees. However, feedback was the strongest motivator in all subgroups and was an important factor for all age levels and positions . Similarly, in a study on nurses' perception of motivational factors, Kantek et al found that appreciation had the highest score among all factors .…”

Section: Introductionmentioning

confidence: 91%